I do alot of hiring (specifically programmers) and I myself am extremely picky. As for what a reasonable salary would be:
Here are my guidelines:
PHP (15K)
Postgresql (10K)
ASP (10K)
Oracle (10K)
UNIX (15K)
SQLserver (Microsoft) (15K)
PERL (5K)
Windows.NET (c#) (15K)
VB (15K)
C/C++ (15K)
So now If I hire someone with Perl, Postgresql, UNIX and ASP, I would expect to pay: 5+10+15+10= 40K annual salary.
I don't hire by prior experience. This is where it gets tricky.. I have half a clue and my bullshit meter really gets set off alot. So those I don't hire.. but there are always a few people you know are just "good" regardless of whether they have alot or a little experience. These are the ones I hire.
If I like the person (personality counts) I add another 5K.
I always believe my programmers are dbas and my dbas are admins..
So.. I only hire well rounded people. oh yeah. I won't hire anyone who doesn't understand the concepts of network routing and PKE.
It takes half a brain to truly understand those things and if a candidate understands the concepts behind both routing and PKE, I know they understand technology..
Haven't been wrong with my formula yet..
As for raises, I believe in quarterly reviews with increases up to 20% per quarter (depending on performance)..
In all my years of managing, I've had no failed projects, 1 person quit and 30+ people fired.
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a VIA C3 and a cheap plastic case from Taiwan. 20-40 GB HDD.
Uhm.. yes.. it's doable.
These problems won't be prevalent with holographic storage mediums. When they get it right.
I do alot of hiring (specifically programmers) and I myself am extremely picky. As for what a reasonable salary would be: Here are my guidelines: PHP (15K) Postgresql (10K) ASP (10K) Oracle (10K) UNIX (15K) SQLserver (Microsoft) (15K) PERL (5K) Windows .NET (c#) (15K)
VB (15K)
C/C++ (15K)
So now If I hire someone with Perl, Postgresql, UNIX and ASP, I would expect to pay: 5+10+15+10= 40K annual salary.
I don't hire by prior experience. This is where it gets tricky.. I have half a clue and my bullshit meter really gets set off alot. So those I don't hire.. but there are always a few people you know are just "good" regardless of whether they have alot or a little experience. These are the ones I hire.
If I like the person (personality counts) I add another 5K.
I always believe my programmers are dbas and my dbas are admins..
So.. I only hire well rounded people. oh yeah. I won't hire anyone who doesn't understand the concepts of network routing and PKE.
It takes half a brain to truly understand those things and if a candidate understands the concepts behind both routing and PKE, I know they understand technology..
Haven't been wrong with my formula yet..
As for raises, I believe in quarterly reviews with increases up to 20% per quarter (depending on performance)..
In all my years of managing, I've had no failed projects, 1 person quit and 30+ people fired.